Getting senior leaders involved in training isn’t just about getting them in a room—it’s about showing them how training supports the organisation’s success.
When leaders are engaged, their influence helps inspire the rest of the team to get on board, too.
Here’s how you can get senior leaders on board with your training initiatives:
1. Let Leaders Help Shape the Programme
People are more likely to support what they’ve had a hand in creating. Ask senior leaders to:
- Share their thoughts on training goals.
- Get involved in team-building activities.
- Lead a session or host a Q&A.
When leaders are part of the process, it shows the initiative matters and gets the team more engaged.
Example: For a leadership programme, leaders could share their own challenges and explain how similar training helped them grow.
Involve Them Early: Getting leaders involved from the start makes them feel more invested and more likely to champion the programme.
2. Get Them to Share Their Expertise
Encouraging leaders to present or share their experience in training shows they are truly invested. When they lead, it shows they not only talk the talk but walk the walk, reinforcing that training is vital for the company’s growth.
It also lets leaders connect with the team, build trust, and set an example of active involvement.
Action Step: Encourage leaders to take part in a training session. It’s a chance for them to lead by example and show they care about the team’s development.
3. Connect Training to Company Goals
Leaders are busy, so you need to show them how training fits into the bigger picture. Frame the training as a way to tackle strategic challenges, like improving:
- Productivity.
- Team collaboration.
- Customer satisfaction.
Example: If the sales team attends customer service training, explain how it can improve client relationships and increase revenue.
Action Step: Align the training with your company’s top priorities to show how it will help meet those goals.
4. Highlight the Cultural Impact
Leaders help shape company culture. When they support training, it sends a strong message that growth and development are important to the organisation’s success.
Example: A leader who shares a personal learning experience at the start of a workshop helps set the tone for an open and engaged environment.
Action Step: Encourage leaders to show their support by attending training events or sharing their own learning stories.
5. Prove the ROI
Leaders respond well to numbers. Use data to show the value of training. For example:
- Companies with strong training programmes see 25% lower employee turnover and 34% higher engagement. (Source: Association for Talent Development)
- Leadership training can improve decision-making and team alignment, which boosts efficiency.
Action Step: Use metrics like retention rates and productivity to show how training will benefit the company.
5. Position Training as a Long-Term Investment
Training isn’t a one-off cost; it’s an investment. Show leaders how it will pay off in the long run by improving things like:
- Employee retention: When employees feel supported, they’re more likely to stay, saving on recruitment costs.
- Leadership development: Building a strong internal leadership pipeline means fewer external hires and better retention.
- Team agility: Training keeps teams adaptable to changing markets and priorities.
Action Step: Help leaders understand how training supports long-term growth, stability, and succession planning.
Closing Thoughts
To get senior leaders involved in training, focus on making it easy for them to see its value and get actively involved. By aligning training with key business goals, showing ROI, and positioning it as an investment, you can drive meaningful, lasting change across the organisation.
